Most managers agree that the worst part of their jobs is taking disciplinary action when an employee’s performance is not where it needs to be. In fact, many managers hate it so much, they’ll look for excuses not to do it. Some of the common rationalizations people use to avoid confronting a performance problem include: “the employee’s performance isn’t that bad”, “eventually, this problem will go away on its own”, or, “I’m too busy to deal with this.” What’s really going on, in most cases, however, is that the manager simply doesn’t know how to handle the situation.
Helping managers develop the confidence and competence they need in this area requires that they learn how to minimize the negative emotions that typically accompany performance discrepancies. (more…)